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The article presents the study of talent management as one of the current trends in the human resources management fi in organizations, stages of building a talent management system, the influence of corporate culture and other factors on the motivation of talented employees are reviewed. The aim of the work is to study the existing scientific and practical interpretations of the concept of talent management and company modern strategies to work with them. The article actualizes the need for talent management in the organization, examines the history of the concept of “talent management”, existing to date interpretations of the term, the characteristics of talent management levels in the organization. The stages of talent management system implementation in the company are analyzed. Examples of talent management use in organizations, as well as the results of research in the fi of talent management are given. It is concluded that the talent management system in a modern organization should be based on the principles of meritocracy, priority of corporate culture, creative non-material motivation and high professional development of personnel.

Purpose This study aims to explore the role of individual (work engagement, personal initiative), group (transformational, transactional, passive-avoidant leadership) and organisational factors (support for innovation climate) in fostering the two components of nurses' innovative behaviours, idea generation and idea implementation. Design and method A cross-sectional study was conducted in an Italian public hospital, in two departments that had been created by merging other departments. A self-report questionnaire was completed by 118 nurses. Hierarchical regression analysis was used to test the hypotheses. Findings Respondents reported a high frequency of idea generation followed by idea implementation. Personal initiative and passive-avoidant leadership were significantly and positively related to nurses' idea generation and idea implementation. Support for innovation was positively related to idea implementation. Transactional and transformational leadership did not show any relationships with the two innovative work behaviours. Conclusions This study shows that nurses' innovative work behaviour is a complex and multi determined behaviour, influenced by individual, group, and organisational factors. It also shows that low levels of passive-avoidant leadership may contribute to innovation. Clinical relevance Healthcare policies and strategies are needed to support a leadership style that allows space for autonomy, and that, together with support for innovation and personal initiative, facilitates nurses' idea generation and idea implementation.

This case study describes the implementation stages and some outcomes of a remote work program that was adopted in an Italian municipality before the COVID-19 pandemic. This research used a qualitative case study approach, proposing a semi-structured interview with 14 staff members (six remote-worker employees, their respective managers, and two intermediate-level managers) about the experience with the remote work program. In addition, two researchers attended two preparatory program meetings. The evidence shows that, even before the COVID-19 pandemic, remote work was mainly performed at home, for one or two days a week. Together with their manager, remote workers decided the tasks to perform remotely and the criteria to monitor remote work. Furthermore, employees appreciated the remote work program, perceiving themselves to be more productive in their work. Elements of this case study may be relevant for companies that aim to move from an emergency to a more planned remote work.

The study examines the issues of assessing the impact on occupational safety of public health workers of psycho-emotional factors associated with the provision of medical services and the socio-economic and industrial conditions of their work. As the analysis conducted by the authors on the basis of foreign sources showed, this problem is characteristic not only for Russia, but also for most medical institutions in other countries. It should be noted that these problems were especially aggravated during the coronavirus pandemic, when it was necessary to work in conditions of increased risk of infection, in excess of the established time norm, etc. Moreover, the tools to overcome professional burnout and improve occupational safety are providing medical institutions with the required personnel in sufficient quantities to solve the tasks, providing diagnostic and medical equipment, as well as protective equipment. It is very important that evidence-based labor standards are implemented, as they have not been reviewed in most cases since Soviet times. At the same time, ensuring decent work indicators, especially wages, is very important.

Aim To validate the Ethical Leadership Scale by Brown, Trevino and Harrison (2005) in Italian language, and assess, in health care setting, whether ethical leadership is related to leader-member exchange and also job satisfaction, work engagement, cynicism and organisational service climate. Background Ethics is a key component in health care professions, and leaders have to encourage ethical behaviour. Unfortunately, no instrument is currently validated in Italy and the associations between this construct and the proposed measures have been understudied. Methods A cross-sectional study was conducted in a large organisation offering health care services. All employees were invited to fill an online survey. The answers of 637 respondents, working in 48 centres for elderly and disabled people, were examined with exploratory and confirmatory factor analyses and aggregated at the centre level to test the association among the examined measures. Results The 10 items on the ethical leadership scale load on a single factor, negatively related to cynicism and positively related to the other examined variables. Conclusion The proposed scale is a reliable tool to assess the ethical leadership of Italian health care managers and nurse leaders. Implications for nursing management The scale allows to assess and monitor ethical leadership in health care workplaces. Supporting ethical leadership may stimulate employees' work attitudes and promote organisational service climate.

Hospital managers and chief physicians, but also doctors and nurses, in an effort to face constant changes, are involved in innovation. This study examines if transformational leadership style is related to adoption of employees’ suggestions, and if personal initiative and job control moderate this relationship. Nurses, doctors, and auxiliary and technical collaborators (n = 137), of an Italian public hospital, participated in this study. Results show that transformational leadership was correlated to innovation adoption but, when examined moderators were included in the analysis, the relation was no more signi-ficant. Personal initiative and job control did not moderate the relationship between transformational leadership and innovation adoption but they do have a significant direct effect on innovation adoption. Findings suggest that innovation in hospitals is more related to personal variables, like personal initiative and job control, rather than to transformational leadership.

This three-wave study aims to explore whether the impact of investment literacy on the financial management behavior is mediated by investment advice use and moderated by the need for cognitive closure. A total number of 272 financially independent adults, under 40 years, completed questionnaires at three different times with 3-month intervals. The results reveal that employees with more investment advice use and characterized by high need for cognitive closure show a higher level of financial management behavior, in relation to both the urgency (seizing) of getting knowledge and the permanence (freezing) of such knowledge. The present study contributes to better understand how and when investment literacy drives well-informed and responsible financial behavior. According to these results, interventions to improve financial behavior should focus on the combination of investment advice use and metacognitive strategies used by individuals to make financial decisions.

Caratteristiche del lavoro e qualita della vita lavorativa: effetti sull'engagement e sulla propensione all'innovazione - Research have shown that characteristics of the work environments are related to employees’ well-being, performance and individual innovation. The study, carried out in a small manufacturing company (N = 32), using the Karasek’s model and a longitudinal research design, shows that characteristics of the work environments influence workers’ engagement and the frequency with which employees experienced positive emotion on the job. The level of employees’ innovativeness at T1 predicts job demands perceived at T2. Work characteristics are not related to employees’ performance and to employees’ propensity in suggesting ideas. Instead, an high level of control and a low level of demands fostering ideas implementation.